We dont prefer to think of people doing injury to ourselves or others. The reality, but, is that we reside in a place with one of the highest rates of financial crimes, including embezzlement, fraud, theft, and so on. And, thats just the start.
Lets look just a couple of statistics on what the FBI reports may be the fastest growing crime in america – staff theft:
US Chamber of Commerce reports that 20% of organizations fail due to the same cause and that $50 million dollars are lost annually due to employee theft and fraud.
According to an & Young Report, “White Collar Crime: Loss Prevention through Internal Control” organizations drop one to two of its sales to crime — most determined by, or in collusion with, employees.
Liable hiring, worker theft, sexual harassment, and workers compensation fraud are simply some of the liabilities a manager needs to confront in todays hiring atmosphere.
Like, an Arizona Fitness Club hired an unscreened client which occurred in the rape and murder of a female patron while she lounged in the spa.
Is it any wonder that employment testing is becoming essential? Not merely do you want to avoid hiring criminals, dont you want to engage the right candidate who is most qualified for the work? This information can be ascertained through a proper background check always from a organization that knows what they’re doing, an already existent screening program can be supplemented by and/or which.
Crucial Guidelines When Selecting an Employment Testing Business
Whenever choosing a jobs screening company, look for longevity first with a history that may be verified with numerous references from customers. Also try to find professional memberships in organizations such as ASIS, SHRM, PIHRA, NPRRA, NAPBS, to mention just a few.
Are you experiencing an entire understanding of employment law? Or even, your screener should be aware of the laws involving the background screening process. It helps, if the company you hire posseses an acute knowledge of negligent hiring, significantly in the way that an Expert Witness may know, since it will soon be the expert witness who reveals the shortcomings of any hiring loophole which created the atmosphere for the negligently hired worker to own come aboard in the first place!
Close, comprehensive and long-term knowledge of the Fair and Accurate Credit Transactions Act (FACTA), and the Fair Credit Reporting Act (FCRA) is important, as well as the ability to testify for you in a of law if need be or better yet, keep you out of court!
Does the potential screener have understanding and knowledge of current HR Management methods? How about corporate Due Diligence programs or Factual Employment Screening programs that train visitors to find false identities and deceptive purposes?
Simply speaking, can your vendor help to keep you from undesired litigation? Unless you or someone in your company can be an expert in employment law, you’re getting your company at significant risk. If you are using the multitudes of online sources which have become available recently, its not likely you are protected.
Not just do these businesses reduce your threat of exposure, they may even add to it. For example, lets say you are currently using an employment screener who does not require you to offer a release for each consumer. Sounds somewhat benign, doesnt it?
The simple truth is what these companies have inked is had you waive responsibility to them so that they could avoid the time and effort it requires involved with this crucial step when you signed up for an account. In the event of a review, your company is responsible for creating a signed request and therefore liable in the event that you dont have one on record. A good career screener gives signatures for these audits and youll never even know when they occur. Figures could be cost your company six by a typical lawsuit of this nature. Can you think about any good reason to get this kind of risk?
Join us again in the next issue and well show several common myths about background checks and give the actual facts to you such as what you must have including: a comprehensive candidate recognition process, driving and economic record and hand-researched criminal court records. Well also explain to you how exactly to use this information to make the best hiring decisions.
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